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Home My WebLink About90-043 CITY OF LAKEVILLE RESOLUTION Date April 16, 1990 Resolution No 90-43 Motion by Harvey Seconded by Mulvihill RESOLUTION ADOPTING THE POSITION CLASSIFICATION AND PAY PLAN FOR EXEMPT AND NON-EXEMPT POSITIONS AND SETTING FORTH THE POLICY FOR THE ADMINISTRATION OF THE PAY PLAN WHEREAS, the City Council has adopted pay plans from time to time to provide for the compensation of employees in various positions; and WHEREAS, the .Employee Position Evaluation Committee has met from time to time and assigned Point Factor Values to .all permanent employee positions; and WHEREAS, the City Council wishes to use the SPEC recommendations as a ~asis for establishing a pay plan; and WHEREAS, the pay plan should be adjusted from time to time in consideration of changes in the cost of living as measured by the U.S. Department of Labor, market conditions, and position evaluations. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Lakeville, Minnesota: 1. The following pay plan is hereby adopted for the positions listed below effective February 19, 1990: zaNE A zoNE B FIRST BOTTOM BOTTOM QLt4RTILE MIDPOINT ' POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO GRADE LEVEL 19 City Administrator 5-x,331 X4,511 $4,691 $4,871 X5,007 $5,143 $5,410 GRADE LEVEL 18 4,055. 4,221 4,386 4,552 4,676 4,800 .5,048 .GRADE LEVEL 17 3,180 3,931 4,083 4,234 4,347 4,460 4,687 GRADE LEVEL 16 Finance Director 3,5.05 3,642 3,778 3,915 4,018 4,120 4,325 Police Chief 3,505 3,642 3,778 3,915 4,018 4,120 4,325 Parks and Recreation Dir. 3,505 3,642 3,778 3,915 4,018 4,120 4,325 Community Development Dir. 3,505 3,642 3,778 3,915 4,018 4,120 4,325 City Engineer 3,505 3,642 3,778 3,915 4,018 4,120 4,325 GRADE LEVEL 15 3,255 3,380 3,504 3,629 3,123 3,817 4,004 GRADE LEVEL 14 ~iquor Manager 3,088 3 204 3,321 3,437 3,524 3,611 3,786 GRADE LEVEL 13 2,924 3,033 3,142 3,251 3,332 3,411 3,.571 GRADE LEVEL 12 Utilities Superintendent 2,756 2,856 2,956 3,056 3,130 .3,203 .3,352 Street Superintendent 2,756 2,856 2,956 3,056 3,130 3,203 3,352 Park Superintendent 2,756 2,856 2,956 3,056 3,130 3,203 3,352 Chief Building Inspector 2,756 2,856 2,956 3,056 3,130 3,203 3,352 Asst City Engineer 2,756 2,856 2,956 3,056 3,130 3,203 3,352 GRADE LEVEL 11 Sr. Project Coordinator 2,593. 2,685 2,777 2,869 2,937 3,006 3,139 GRADE LEVEL 10 Recreation .Supervisor 2,42-~ 2,507 2,.590 2,673 2,735 2,798 2,919 Accountant 2,424 2,07 2,590 2,673 2,735 2,798 2,919 Plmb/Mechanical Inspector 2,424 2,507 2,590 2.,673 2,735 2,798 2,919 GRADE LEVEL 9 Assistant C.D. Director 2,255 2,330 2,406 2,481 2,537 2,593 2,705 ?Motor Vehicle Office ^9gr. 2,255 2,330 2,406 2,481 2,537 2,593 2,705 Research Analyst 2,255 2,330 2,406 2,481 2,537 2,593 2,705 Bldg Insp/Plans Examiner 2,255 2,330 2,406 2,481 2,537 2,593 2,705 re Marshal 2,255 ?,330 2,406 2,481 2,537 2,.593 2,105 t • ZONE A ZONE B FIRST BOTTOM BOTTOM @UARTILE MIDPOINT POSITION TITLE START 12 MO 24 MO 36 MO 48 "fO 60 MO .City Clerk 2,255 2,330 2,406 2,481 2,537 2,593 2,705 Sr Project Representative 2,255 2,330 2,406 2,481 2,537 2,593 2,705 GRADE LEVEL 8 Sr Drafting. Technician 2,081 2,149 2,216 2,284 2,335 2,387 2,486 Asst Liquor Manager 2,081 2,149 2,216 2,284 2,335 2,387 2,486 GRADE LEVEL 7 Sr. Accounting Clerk 1,913 1,973 2,032 2,092 2,137 2,182 2,272 Department Secretary 1,913 1,973 2,032 2,092 2,137 2,1$2 2,272 Sr. Citizen Coordinator 1,913 1,973 2,032 2,092 2,137 2,182 2,272 Plan Assistant/ Code Enforcement 1,913 1,973 2,032 2,092 2,137 2,1$2 2,272 GRADE LEVEL 6 Special Assessment Clerk 1,733 1,785 1,838 1,890 .1,931 1,973 2,053 uilding Department Asst. .1,733 1,785 1,838 1,890 1,931 1,973 2,053 ~nimal Control Officer 1,733 1,785 1,838 1,890 1,931 1,973 2,053 Drafting Technician 1,733 1,785 1,838 1,890 1,931 1,973 2,053 GRADE LEVEL 5 Utility Billing Clerk 1,558 1,605 1,651 1,698 1,733 1,768 1,.839 Accounting Clerk 1,558 1,605 1,651 1,698 1,733 1,168 1,.839 GRADE LEVEL 4 Accounts Payable Clerk 1,378 1,420 1,461 1,503 1,532 .1,562 1,620 Motor Vehicle Clerk 1,378 1,420 1,461 1,503. 1,532 1,562 1,620 Secretary/Receptionist- Fire 1,378 1,420 1,461 1,503 1,532 1,562 1,620 Receptionist 1,378 1,420 1,461 1,503 .1,532 1,562 1,620 Secretary/Receptionist- Police 1,378 1,420 1.,461 1,503 1,532 1,562 1,620 Community Service Officer 1,378 1,420 1,461 1,503 1,532 1,562 1,620 GRADE LEV"EL 3 1.,204 1,237 1,271 1,304 1,330. .1,355 1,408 GRADE LEVEL 2 Janitor/Maint Liquor Store 1,021 1,049 1,078 1,106 1,127 1,147 1,191 GRADE LEVEL 1 ~anitor 838 861 884 907 924 941 973 The following policy shall be used to administer this pay plan fore the positions listed above in Section 1. PAY PLAN POLICY & ADMINISTRATION FOR EXEMPT AND NON-EXEMPT POSITIONS NOT COVERED BY A LABOR AGREEMENT A. EMPLOYEE PROGRESSION FROM START OF ZONE A TO ZONE B A-1. Employees hired will start employment at Step One of Zone A unless credit is given for prior relevant work experience. A-2. Employees will be evaluated by their immediate supervisor on .their employment anniversary date. An evaluation that results in a satisfactory performance report will entitle the employee to .progress to the next .step in their position grade. A less than satisfactory performance will result in the employee being frozen in their position step until their performance improves to satisfactory. A-3. There will be three equal steps between the beginning of Zone A and beginning of Zone B. The employee's employment. anniversary date will be used for progression through Zone A to the beginning of Zone B. A-4. Permanent part-time employees hired after the adoption of this • resolution, may advance to the next eligible step in Zone A and Zone B upon completion of 2080 hours worked. Merit pay for permanent part-time employees shall be based on their gross pay earned during the calendar year. B. PROGRESSING FROM BEGINNING OF ZONE B TO THE FIRST QUARTILE OF ZONE B, 1989-1990 B-l. a. After five years of employment, employees will be eligible for progressing to the first quartile, effective January 1, 1990. The first quartile is half the distance between the midpoint and the beginning of Zone B. b. After four years of employment, employees will be eligible to progress to half the distance between the beginning of Zone B and the first quartile in Zone B. B-2. Employees presently above the bottom of Zone B shall receive the above paragraph B1 transition increase if and when the scheduled.... rate exceeds their wage rate and their performance is satisfactory. C. PAY PLAN ADJUSTMENT BASED ON CONSIDERATION OF MARKET CONDITIONS AND COST OF LIVING CHANGE C-1. Exempt and non-exempt employees will receive any increases of the pay plan on the date approved by the City Council subject to their . satisfactory work performance. If their work performance is determined to be less than satisfactory as approved by the Personnel Committee of the City Council, their wage rate may be frozen until their work performance is determined to be satis- 'e factory. • D. MERIT PLAN POLICY D-l. Exempt and non-exempt employees not covered by a labor agreement shall be eligible for merit pay. Merit pay will be considered on an annual basis. D-2. For employees in grades l through 9, inclusive, evaluations of performance to determine eligibility for merit pay shall be conducted by the immediate supervisor of the employee. The evaluations shall be reviewed with the employee by the supervisor, and then submitted to the City Administrator for review. A committee consisting of the immediate supervisor, City Administrator and Personnel Committee shall rate the employee's performance with the supervisor rating weighted for 1/3, City Administrator 1/3, and each member of the employee Personnel Committee 1/6. D-3. For non-union employees in grade levels 9 through 17, except those positions referred to in section D-4, evaluation of per- formance to determine eligibility for merit pay shall be conducted by the immediate supervisor of the employee. The evaluation shall be reviewed. with the employee and then submitted to the City Administrator for review. A committee consisting of the immediate supervisor, City Administrator, and the Personnel Committee shall. rate the employee's performance with the immediate supervisor xating weighted for 1/3, City Administrator 1/3 and each member of the Personnel Committee 1/6. D-4. For the positions of City Engineer, Finance Director, Community Development Director, Parks and Recreation Director and Police Chief, evaluations of their performance to determine merit .pay shall be conducted by the City Administrator. A committee consisting of the City Administrator and Personnel Committee shall rate the employee's performance with the City Administrator rating weighted for 1/2 and each member of the Personnel Committee 1/4. D-5. For the position of City Administrator,. evaluations of performance to determine merit pay shall be conducted by the Personnel Committee. D-6. Probationary employees starting at the beginning of Zone A shall not be eligible for merit pay for the first 12 months of employment. D-7. Merit pay shall be paid for performance evaluations that result in a satisfactory, high. or excellent score. Merit pay for employees shall be paid on a lump sum payment (not added to the base pay) within the capability of the employer to fund the merit plan. E. PAY GRADE ADJUSTMENTS E-1. Employees who's positions were evaluated and who's Point Factor .e Values. were adjusted, thereby resulting in a corresponding increase in their pay grade as established by EPEC at the February 22, 1990 meeting, will receive the additional compensation retroactive to February 19, 1990. E-2. Employees who's Point Factor Values were decreased, as determined by the EPEC Committee at the February 22, 1990 meeting, will have their compensation frozen at the current level. Subsequent pay adjustments (annual COLA) for which the employee is eligible will be withheld until such time as the employee's level of compensation comes in line with the newly established pay grade while main- taming the integrity of the step increase process. APPROVED AND ADOPTED by the City Council of the City of Lakeville this 16th day of April, 1990. CITY OF AKEVILLE BY: Du ne Zaun, M yor ATTEST: Charlene Friedges, Cit Clerk •